• Employee consistently exceeds the level defined in the performance plan in terms of quantity, quality, timeliness, cost, and customer satisfaction due to the employee’s own effort and skills.
• Employee’s work performance is consistently characterized by exceptionally high quality work accomplished with minimal oversight.

• Employee generally performs at the level defined in the performance plan in terms of quantity, quality, timeliness, cost, and customer satisfaction due to the employee’s own effort and skills.
• Employee is responsive to guidance and feedback from the supervisor such that only moderate oversight is required to ensure sufficient work is being accomplished.

• Employee often performs below the level defined in the performance plan in terms of quantity, quality, timeliness, cost, and customer satisfaction due to the employee’s lack of effort or skills.
• Employee has a performance deficiencies that have not improved after receiving corrective feedback by the manager/supervisor, and/or increased oversight is required to ensure work is being accomplished.

Managers must hold a mid-cycle review the following October for each employee who receives any rating of Not Meeting Expectations on their last annual performance appraisal.

Employees that receive any rating of “Not Meeting Expectations” cannot receive an overall rating of “Exceeding Expectations,” regardless of the results achieved on other goals.

Note: Managers should NOT apply the “Not Meeting Expectations” rating to employees whose objectives became misaligned with evolving priorities, leading to unmet goals due to changes unrelated to their performance. Please contact your HR representative to assist in updating goals within Carolina Talent to accurately represent these adjustments.

The Employee Competency Assessment (ECA) is required only for SHRA employees. Managers complete an ECA for any SHRA employee working for the University when performance season begins.

Completing the ECA is a core part of managing performance. Through the ECA, managers evaluate how well the employee applies the competencies required for the position to achieve the established goals and objectives for the position. After assessing their employee’s skills against the position competencies, the manager can more clearly identify growth areas and define a development plan in partnership with the employee.

Each position requires a particular set of knowledge, skills and abilities (i.e. position competencies), based on the department’s needs for the position. Just as positions have competency levels, so too do employees. Each employee brings to the position their own expertise, knowledge and skills, and managers assess each employee to determine how well and to what extent the employee demonstrates the position’s required competencies.

Employee Competency Assessments (ECAs) are completed at the following times:

• Annually, as part of the annual performance season process.
• April to June. Managers meet with employees for the performance conversation and then complete the ECA.
• Within 90 days of entry into a job (whether new hire or internal transfer).
• As a baseline at the time of a position reclassification or update to duties.
• Any other time the manager deems appropriate based on business need.

The UNC System has established three levels for rating an employee’s competency:

• Developing | This rating is typically for a newer employee or an employee that has taken on new duties or role within the organization. Developing may also be reflective of a seasoned employee who might have some improvement opportunities. With this rating, the employee has not fully demonstrated the competencies necessary to perform the job at the level necessary to meet business needs.
• Applied | This is the middle rating and reflects that the employee is performing at the level necessary to meet business needs. You can think of an 80% benchmark at this level – if an employee can independently manage 80% of their responsibilities, they are most likely at the applied level on a given competency.
• Broadly Demonstrated | This rating should be reserved for high-functioning employees that consistently demonstrate competencies that result in work often being above the level necessary to meet business needs. These are the employees who are able to use their knowledge, skill, and abilities to handle the most complex, unusual, or novel situations.